{"id":6488,"date":"2024-03-22T09:47:34","date_gmt":"2024-03-22T14:47:34","guid":{"rendered":"https:\/\/wgarnett.com\/?p=6488"},"modified":"2024-04-09T10:04:02","modified_gmt":"2024-04-09T15:04:02","slug":"everybody-hurts-rethinking-the-material-harm-requirement-in-employment-discrimination-claims","status":"publish","type":"post","link":"https:\/\/wgarnett.com\/everybody-hurts-rethinking-the-material-harm-requirement-in-employment-discrimination-claims\/","title":{"rendered":"Everybody Hurts: Rethinking the Material Harm\u00a0Requirement in Employment Discrimination Claims"},"content":{"rendered":"\n

Written by Robin L.S. Burroughs<\/strong> from Venable LLP<\/strong> on March 14, 2024<\/strong><\/p>\n\n\n\n

The Supreme Court recently heard the case of Muldrow v. City of St. Louis<\/em>, a decision that could expand the scope of Title VII\u2019s discrimination protections. With this case, the Court could expose all of an organization\u2019s personnel decisions to legal scrutiny, not just those that pose a \u201cmaterially significant disadvantage\u201d to an employee.<\/p>\n\n\n\n

Facts of the Case<\/strong><\/p>\n\n\n\n

Sergeant Jatonya Muldrow, a longtime St. Louis police officer who handled high-profile criminal investigations, alleged that she was discriminated against based on sex when she was transferred to an arguably less prestigious position.<\/p>\n\n\n\n

Muldrow was hired in 2008 as a patrol detective in the Intelligence Division of the St. Louis Police Department. She worked on public corruption, gun, gang, and human trafficking crimes. In this role she was deputized by the FBI and obtained special privileges, like the use of an unmarked vehicle, the ability to wear plain clothes, and entry to FBI field offices.<\/p>\n\n\n\n

Muldrow\u2019s job changed in 2017 when a new commander was brought in to lead the police department. He immediately reassigned 17 male officers and 5 female officers across the department, including Muldrow. She was replaced by a man and transferred to a new position that included supervision of patrol officers, administrative work, a new schedule, and a mandated uniform. As a result of the transfer, she lost her special privileges with the FBI. However, her base salary and rank remained the same after her transfer.<\/p>\n\n\n\n

As a result of this transfer, Muldrow claimed that the department violated the plain text of Title VII of the Civil Rights Act of 1964, which prohibits discrimination on the basis of sex (among other things).<\/p>\n\n\n\n

Does Title VII Protect against This Purported Harm?<\/strong><\/p>\n\n\n\n

Muldrow <\/em>challenges the current judicial standard regarding what constitutes an actionable \u201cadverse employment action.\u201d Currently, in order to prevail in a discrimination case, employees must show that they suffered some harm or disadvantage that is tangible, impactful, and nontrivial. Typical adverse employment actions include termination, a reduction in pay, or a demotion. Under current standards, a lateral transfer with no change in pay or benefits is generally not an adverse employment action and cannot be challenged in court.<\/p>\n\n\n\n

Here, Muldrow argued that her transfer should be actionable because Congress intended for Title VII to be so expansive as to free the workplace from discrimination, subtle or otherwise. She argues that Title VII does not require any particular harm; she feels it should be enough to show that she suffered different treatment because of her sex. The City of St. Louis argues that Muldrow\u2019s transfer was not a demotion, and that expanding the scope of Title VII in the way Muldrow requests is unworkable because it would open courts up to reviewing even minor personnel decisions.<\/p>\n\n\n\n

Potential for Broader Claims<\/strong><\/p>\n\n\n\n

If the Court accepts Muldrow\u2019s invitation to expand the scope of Title VII, employers could see virtually all of their personnel decisions subject to the heightened scrutiny of Title VII, even decisions that might be considered trivial by many people. Employers may need to scrutinize minor decisions such as short-term work assignments, office\/cubicle placement, and other minor changes to or differences in working conditions.<\/p>\n\n\n\n

Furthermore, this case comes in the context of other Supreme Court decisions<\/a> that have challenged or limited employers\u2019 abilities to pursue diversity, equity, and inclusion programs. If the Supreme Court were to relax the type of employment action that could serve as the basis of a discrimination lawsuit, it opens the doors to an increase in \u201creverse\u201d discrimination cases (cases where someone in a majority class protests a program meant to benefit minority class members). Such cases could make recruitment, training, and mentorship programs targeted toward underrepresented groups much more vulnerable to legal challenge and riskier for an employer to maintain.<\/p>\n\n\n\n

Takeaways for employers<\/strong><\/p>\n\n\n\n

Muldrow<\/em> could be a broad or a narrow decision: if the Court decides in Muldrow\u2019s favor and uses broad language, the case could have far-reaching consequences for employers across the country. Alternatively, the Court may make a narrower finding that only workplace transfers would be subject to its ruling. The Court may also choose to uphold the practice and permit claims in court only for significant employment decisions that cause some kind of harm.<\/p>\n\n\n\n

As always, employers should stay informed regarding potential changes to Title VII\u2019s requirements. Employers should be on the lookout for a decision in the Muldrow <\/em>case, which is expected later this year.<\/p>\n\n\n\n

*Special thanks to Keith Olsen for their assistance with this article.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

Written by Robin L.S. Burroughs from Venable LLP on March 14, 2024 The Supreme Court recently heard the case of Muldrow v. City of St. Louis, a decision that could expand the scope of Title VII\u2019s discrimination protections. With this case, the Court could expose all of an organization\u2019s personnel decisions to legal scrutiny, not just … Continued<\/a><\/p>\n","protected":false},"author":46,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[7],"tags":[],"acf":[],"yoast_head":"\nEverybody Hurts: Rethinking the Material Harm\u00a0Requirement in Employment Discrimination Claims - W. 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